Employee Benefits in the Recruitment Process.

In selling any position to potential candidates human resources should always list the potential benefits of the position and employment. When a candidate is comparing available vacancies, they are always going to take into consideration the benefits package on offer and if the positions are similar the package will often sway their decision.  

Traditionally there has been a tendency to list relatively meaningless benefits which is probably a hangover for the days before tight employment law regulation on what employees are entitled to. It seems senseless to list things like working hours, holidays or maternity leave and pay as benefits, they are a legal right, not a benefit and as a rule should only be listed if they go above and beyond the legal minimum. Some employers are now making this clear in their recruitment advertising.  

With the rise in popularity of the start-up digital tech sector the potential benefits packages on offer have changed. The typically younger generation of developers and digital talent working in digital tech now have a different expectation of employee benefits. They are going to want and expect free high-quality coffee on tap, complimentary snacks, a bean bag relaxation area and a games room with foosball and a PlayStation. Much of these trends have come out of the Silicon Valley tech industry where these additional workplace benefits are seen as providing a more congenial working space and atmosphere. 

Much of this packaging of additional benefits are the result of employers wanting to focus on holistic benefits with an emphasis on the health and welfare of employees. Particularly in the start-up digital tech space employers believe that taking responsibility for their employee’s health, mind and body wellness will provide a return on investment with better recruitment, productivity and retention. 

The way forward for recruiters in the digital tech space is to highlight the additional benefits over and above the legal minimum. Employers should start to include benefits that demonstrate real value to potential candidates. Candidates are going to expect flexible working hours and days, gym membership and a relaxing and stress-free working environment. Listing out the legally required minimum benefits is just not going to cut it when recruiting in this sector. Matching candidates’ expectations with what benefits employers offer can be a lengthy process but there are hiring tools that human resources managers can use to streamline the process leading to reduced recruitment timescales and more accurate candidate matching.  

One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally. 

Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital, he is a real person and would love to engage with you and help you streamline your recruitment processes.